Every company loves referrals. Almost none can run them.
A referral is the strongest signal in hiring — someone who has actually worked with a person, staking a little of their own reputation on them. It’s why every company starts a referral program. It’s also why most are dead inside a year.
They die the same way every time. Someone refers a friend; the name vanishes into a pipeline; nothing comes back — no update, no yes, no no. Now they’ve left a friend hanging and look bad for it. The bonus, if it turns up at all, takes three emails to chase. So they never refer again, and the program quietly becomes a form nobody opens.
The idea was never the problem — the neglect was. A referral is a favour someone did you, not a form submission; treat it like a ticket in a queue and you lose the person, not just the candidate. So we run referrals the way they deserve: the referrer always knows where their person stands, and gets paid the moment it’s earned.
Your team refers in two minutes. We do everything after.
Your employees plug into the same referral network the rest of our hiring runs on. They put good people forward; the process, the follow-through, and the rewards are ours to run.
- Two minutes, no forms that go nowhere
- They see your open roles and refer with a name and a line — or share a link that carries their credit. No new tool, no portal password to forget.
- They always know what happened
- Live status on every referral, from screen to offer. Nobody finds out from their friend that it ended weeks ago.
- Their people are treated well
- Every referral is read and answered. Rejections come from a person, by email, with care — because your employee lent us their credibility.
- Rewards paid without chasing
- Clear terms on every role, progress visible, paid when due. No reminder emails to HR, ever.
A network of scouts who refer for a living.
Your employees’ networks are deep but finite. Around them, we run a vetted network of talent scouts — senior operators, community builders, people whose word carries weight in their field — who put people forward for roles like yours.
- Vetted, not open
- Scouts are invited on the strength of who they know and how well they judge. Tracked against outcomes — the ones whose people get hired and stay are the ones we keep.
- Matched to your roles
- A scout who’s spent fifteen years in payments refers for your fintech roles — not for everything with a salary attached.
- Same rails, same standards
- Scout referrals enter the same process as everyone else and clear the same bar. An introduction opens the door; it doesn’t lower it.
- Earned, not bought
- A scout’s standing rises with the people they put forward. Reputation is the currency — and it compounds.
One network, deeper every week.
This is one referral network, not a program we stand up per client. Every introduction — from your team, from another company’s, from a scout — makes it deeper, and everyone hiring through it searches a richer field than they could build alone. It’s one of the main ways our talent pool grows: not scraped, not bought — vouched for, one introduction at a time.
A pool built by people staking their names on other people — that’s why the referred candidates are the ones worth meeting.
Turn your team’s network into your next few hires.
If you’re hiring with us, your referral program is already built — it just needs switching on. Tell us which roles, and your team can start putting people forward this week.